RECRUITING EMPLOYEES

The recruiting process generally consists of FOUR (4) stages; A) the search for potential employees, B) the collection of resumes and applications, C) the evaluation of resumes and applications, and D) the selection of candidates for interviews.

A)  THE SEARCH FOR POTENTIAL EMPLOYEES
You have several avenues open to you, in your search for potential employees. They are as follows.

Search from Within
Before using outside resources, you can search within the company for an individual that meets the human resource needs. If someone in the company can fill the position, your search will be easier and less expensive. Moreover, this person should already be familiar with the company's ethics, policies, structure and corporate culture. At the same time, other company employees will see this promotion and realize they have a chance for advancement in the future.

Placing Classified Advertisements
Placing classified ads, in local newspapers, can be an inexpensive way to simultaneously inform a large number of people about your company's job vacancy. Replies, from such a diversified group, may give you a better chance of finding the most qualified employee. However, it is important to remember, that a large response does not necessarily equal a quality response. Using classified advertising, could result in sifting through a large number of resumes only to find a few qualified applicants. You should evaluate the effectiveness of classified advertising, with respect to your type of company, before placing the advertisement.

Previously Collected Resumes
If your company is established, chances are you have a file of applications and resumes just waiting to be assessed. By evaluating these applications and resumes for a qualified person, you will save the company time and money.

Referrals from other Employees, Family or Friends
Existing employees, families and friends can be good sources for locating potential employees. Trusting their judgement, is often more reliable than trusting the word of a stranger. Chances are, they will refer someone they know as reliable and trustworthy. In any case, if someone you trust refers someone for the position, it is probably worth investigating.

Temporary Agencies
If your replacement needs are short term in nature such as; maternity leave, illness, leaves of absence, vacations, or extra help during peak seasons, you may consider contacting a local "Temp Agency". These agencies will "find" workers to meet the human resource needs of your company. Temporary employees have the ability to fill different positions of varying needs and roles. They are usually more cost efficient than hiring and training short-term employees, because their services can be utilized on short notice, they need minimal training, and their services require less employer paperwork and calculations.

Educational Institutions
Depending upon the nature of the company, you may be able to use the resources of local colleges and universities to meet your human resource needs. These university and college students usually lack the job experience of a seasoned worker, but in most cases, their lack of experience is offset by their knowledge of modern theory as well as their energy level.

The Internet
Many companies today use the Internet to fill their human resource needs. Not only can you post all the information concerning the position available within your company, but you can search through information that qualified people, hoping to find employment in their field, have posted about themselves. It's the perfect meeting place.

Others services that may prove useful in your search for potential employees include; professional search firms, private agencies, employment centres (free service), and labour organizations.

B)  THE COLLECTION OF RESUMES AND APPLICATIONS
In most cases, you can expect individuals, interested in filling the position, to respond to your recruitment efforts by providing resumes or filling out applications. Both resumes and applications can be good indicators of an individual's capability to fill the job requirements.

You should develop a well organized system for receiving resumes and applications. This will prove beneficial during the evaluation stage. Furthermore, time won't be wasted searching for misplaced resumes and/or collecting them from different divisions of the company. If possible, have one person manage the collection and circulation of resumes and applications. A central drop off centre tends to be most effective.

C)  THE EVALUATION OF RESUMES AND APPLICATIONS
To save time, the process of assessing resumes and applications should begin just before the deadline has expired. The basis for evaluating each applicant's ability to fill the position should include; their previous experience and performance relative to the position and a comparison of their qualifications to those of other applicants. The applicant's cover letter and main resume/application should provide this information. A solid resume should provide you with additional determining factors such as the stability, ambition, education and dedication of the applicant. Close examination of the information contained within a resume will help gauge the right person for the job.

One of your most useful tool, in evaluating resume, will be the business references supplied by the applicant. Provided the previous or current employer/associate is being honest (in their profile of the applicant), you can gain valuable knowledge concerning aspects such as; performance, punctuality, work ethic, and cooperation with others. You should get a good indication of their sincerity by their reaction to your phone call.

D)  SELECTION OF CANDIDATES
If successful, the evaluation should lead to the selection of qualified candidates. These candidates should appear to be the ones most capable of contributing to the company's goals and objectives, in conjunction with achieving their personal goals.

Selected individuals should be contacted, either by phone or mail, to arrange an interview.